Why Balancing Roles Is So Hard for Managers
Mid-level managers shift between strategic thinking, hands-on execution, and people leadership.
Often, they do all three before lunch.
This constant switching creates stress. It also leads to burnout, fuzzy communication, and mixed results.
Jorge Loebl puts it plainly:
“If you don’t manage identity and role separately, everything blends. That’s where stress and confusion arise.”
The Problem
- Managers juggle multiple roles without structure.
- Teams get confused when roles are not clearly communicated.
- Managers take feedback personally when identity is fused to performance.
The Goal
- Create clear boundaries between leadership and management roles.
- Set team expectations to reduce confusion.
- Use role-switching techniques to stay energized and effective.
Discover: Why the Daily Role Shuffle Leads to Burnout
Without structure, managers shift between roles unconsciously.
That creates three major problems.
Common Pitfalls of Poor Role-Switching
- Overlapping Responsibilities
Managers try to lead and manage at once, and end up doing neither well. - Unclear Expectations from Teams
Employees are unsure what role their manager is playing, so they stay guarded. - Emotional Burnout
When your whole identity is tied to being “the fixer,” any problem feels personal.
Jorge explains:
“If your system doesn’t define expectations, managers end up making reactive decisions instead of leading intentionally.”
Real-World Example: The Plant Manager’s Role Confusion
Jorge shares this story:
“The plant manager was great in production meetings—data-focused and crisp. But when he switched to team conversations, he stayed in that same mode. People felt unseen. Once he separated his roles, everything shifted.”
Design: Build Habits That Support Role Clarity Every Day
Define Your Primary Roles
Mid-level managers often wear four hats:
- Strategic Leader
- Operations Manager
- People Coach
- Problem Solver
The key is not to wear them all at once.
Be intentional.
Use Role-Switching Triggers
Small habits make a big difference.
- Label each meeting with its purpose.
- Use a different notebook for coaching vs performance.
- Ask: What mindset do I need for this conversation?
Jorge’s view:
“It’s the difference between being reactive and leading by design.”
Manage Team Expectations for Role Transitions
You may be clear on your roles—but are they?
- Let your team know what hat you’re wearing.
- Be explicit: “I’m showing up as your coach right now.”
- Ask them for feedback on how you’re coming across.
Deliver: Lead with Intentional Role Awareness
Build Role-Switching Into Daily Practice
- Protect strategic time from task clutter.
- Shift your tone and posture between meetings.
- Take a pause before each conversation to reset.
Train Your Team to Recognize Role Transitions
If your team learns this, too, they become more self-aware and confident.
- Encourage them to clarify their own roles.
- Talk about how each hat shows up in their workflow.
- Normalize reflection and feedback.
Implement Feedback Loops
- Ask how clearly you’re signaling your roles.
- Adjust based on what you hear.
- Track what works and where you slip.
Jorge puts it this way:
“Your leadership roles will evolve. Role-switching is not a one-time skill. It is a daily discipline.”
From Role Confusion to Leadership Confidence
Unclear roles lead to unclear results.
When mid-level managers shift intentionally, they stop reacting and start leading.
Key Takeaways
- Clarify your roles.
- Use triggers to shift intentionally.
- Communicate expectations with your team.
- Refine daily based on what works.
Build Leadership Clarity That Lasts
Most leaders don’t struggle because of a lack of effort. They struggle because their identity is blurred by their roles.
If you’re ready to clarify your leadership, ground yourself in what matters, and lead with intention, the next step is clear.